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Best fit and best practice perspectives for hr management essay

  • There is also a striking lack of universality with regard to reward systems;
  • Moreover, its flaws focus on the limitation of the search for contingency as well as the difficulty in showing their interconnection.

I also need to know the format of what you require. Alternatively, are you looking for sufficient resources and content so that you can write a 3000 word essay? I'd be happy to gather resources and supporting materials so that you can write your essay. Please clarify the elements of your question.

Also, strategic HRM is a very broad topic. What aspect of HR are you examining in relation to studying the two theoretical approaches? I look forward to hearing from you. Thanks for your interest in my question! Sorry, i'm looking for "descriptive research" instate of theory, it would be research of firm, example case studies and high lighting surveys or appraisal of firms to support theories of "best fit" and "best practices".

And prescriptive research of what u have mentioned.

Firms need to make choices between achieving cost leadership lowering unit costdifferentiation based on quality or serviceor focus in cost or differentiation. Internal fit, HR policies support each other and do not contradict. Three desirable types of consistency: Performance is a function of ability enhancing abilities or knowledge and skillsmotivation and opportunity. Examples of the 16 practices: Hope you can link your sources to my theories and assess me, any clarification is welcome.

You added a lot of new information.

There is so much here that I'm leaving the question open in case someone else is ready to answer it because of your tight deadline. I have some other projects I must finish this morning. Cora23 Clarification of Question by cora23-ga on 28 Oct 2003 22: I will give u the question, i think i started off in the wrong track.

From the pervious attempt, i went in too much in depth of both best fit and best practice. What i need is just MERITS of both best fit and best practice generally with evidence of desriptive and prescriptive research.

  1. Culture, ethnic, and social disputes characterize international conflict, and this is encompassed by the clash of civilizations system.
  2. This shows the flaws of best practice as it may affect its successful implementation in different geographical areas of the world. Human Resources Management http.
  3. This brief description of the two approaches indicates that there is one main area of agreement. Despite all the criticisms of the best practice, some advantages have been attributed to the approach.
  4. Here is a quote that proves this," The best thing I can do, thought Is, will be to disobey Uncle Roy; not go home like he told me, but nip straight to the foundries and ask some more questions.

Do you think that you can assess me with the evidence. In order to help me focus on what research you need, please answer the following questions: HR is responsible for a long list of functions. How do you want to group them for your question? Which one s do you want to use for your project?

Do you have some references that will help me understand your perspective? Any examples you can share will help me get in synch with you. There is a tremendous amount of material on this subject and I need you to clarify how to narrow down the subject.

Please take a look at two similar questions relating to organizational behavior that I answered recently. I propose to conduct similar research for your question.

Human Resources Management http: Organizational Behavior Please let me know how you want to proceed. I look forward to your clarifications.

As I said in my last clarification, I found an article that seems to address ALL of the ideas that you indicated should be included in your paper.

  • However, it is important to stress that human resource management has not 'come out of nowhere';
  • Our sole purpose is to provide the inspiration that enables Human Resource Management to generate and exercise appropriate power to underpin business success.

The comparison of these two models is a popular topic in human resources and organization development classes and I found many syllabi and textbooks that discuss them. I included some links that require a subscription or registration because I thought you might have access through your university library. You have a complex topic to address for your paper.

How to cite this page

Wishing you well in all your studies. Development 1st is a Strategic HR consultancy. We work exclusively with Leaders of Human Resources as they identify and address their issues and challenges. Our sole purpose is to provide the inspiration that enables Human Resource Management to generate and exercise appropriate best fit and best practice perspectives for hr management essay to underpin business success.

Development 1st has examined the accumulated research and best practice in this area and we have now mapped out a strategic development framework leading to HR operating as a full business partner. Stage I activities are transactional and include most of the functional activities that are normally described as HR responsibilities. This straightforward assertion is examined in theory and through research evidence to reveal high levels of complexity in relation to how, when and why the interconnection between HRM and organizational outcomes is achieved.

This article includes an outstanding bibliography. Best Practice argument -- one set of HR practices can be identified which when implemented improves business performance ------------------------------------------------- http: However, it is important to stress that human resource management has not 'come out of nowhere'.

HRM has absorbed ideas and techniques from a number of areas. In effect, it is a synthesis of themes and concepts drawn from over a century of management theory and social science research. Directing people to achieve strategic objectives so that individual goals are tied to the business needs of the whole organization.

Strategic management has become a dominant framework for organizational thinking since the second world war. It is based on concepts first used for largescale military and space programmes in the USA. Frequently, it employs project and team-based methods for planning and implementation. Lately, internal including human resources and key competencies have been identified as crucial elements of long-term competitive success.

Strategic management has become the major unifying theme of undergraduate and - especially - postgraduate business courses. The concern with strategy distinguishes human resource management from personnel management.

There are many definitions, including: Such definitions range from a portrayal of SHRM as a 'reactive' management field where human resource management is a tool with which to implement strategy, to a more proactive function in which HR activities can actually create and shape the business strategy Sanz-Valle et al, 1998.

It is important to note that the HRPD teams have been charged with developing recommendations about human resource practices changes. However, implementation of these recommendations is outside of the purview of the HRPD Team which is scheduled to be disbanded in January 1999 after all work has been completed. However, neither final approval nor funding for implementation of the recommendations has occurred yet.

The team conducted research to find the best fit of policies and recommended best practices.

  1. According to Hadleigh 2004 , an effective team within an organization should be totally self-aware and self-managed and should not only be accountable for organizational tasks, but be self-regulating to ensure the team performs as one at all times. The external factors include the sociological, economic, political and technological factors while the internal factors include organizational structure, human, financial and physical resources all aiming at gaining competitive advantage which led to the evolution of Best Practice and Best fit model.
  2. This shows the flaws of best practice as it may affect its successful implementation in different geographical areas of the world.
  3. In other words, it is important to make sure the HR strategies are suitable in different circumstances along with the culture and operational process as well.
  4. There are many definitions, including.
  5. What are high performance people strategies? In Motivation and Leadership at Work, 6th edition, eds.

Based on this, is it fair to categorize them as best practices? Could you give us your thoughts on best practices? An executive woman in one of our summer executive programs, as we were going through some material on The Knowing-Doing Gap, made what I thought was probably one of the most profound statements I have ever heard.

We go out and we copy what other companies do and instead I think we ought to go out and copy how they think.

Best Practice VS Best Fit

He originally suggested that there were 16 practices now reduced to seven that lead to strategic HR performance. January, 1998 ------------------------------------------------- http: The framework was intended as a tool for public sector organisations to continuously improve their HR management in line with international good practice.

Four public sector agencies trialed the Framework from November 1997 to March 1998. The following case studies detail how these four agencies approached an analysis of their positioning of HR management in their agency through the application of the HR Management Framework.

It tool a close look at the measurement process, looking at seven companies that have demonstrated best practices in measuring their community involvement programs and deconstructs the processes they follow. Best practice organisations explicitly define in written policy statements how community involvement will contribute to business goals.

Then they set strategic goals for community involvement that are based on corporate as well as community needs. These results provide some support for the universalistic model which asserts that the adoption of such HPWP can enhance the performance of all organisations and is complemented by previous studies such as Arthur 1994Becker and Gerhart 1996Huselid 1995Pfeffer 1995Pfeffer 1998and Terpstra and Rozell 1993 who also found that these HPWP contribute to organisational performance.

Although one must be cautious in generalising the findings of a study with the sample size used here, the current study provides some support that this approach may also be relevant in an Australian context. The Executive Summary gives you an excellent overview of the whole project and gives you a detailed example of how a prescriptive approach was taken by a large and tradition driven organization.

Navy and Marine Corps. In today's volunteer military forces, leaders rely on a sophisticated human resource management HRM system to recruit, train, assign, motivate, care for, evaluate, retain, and eventually separate personnel. That system affects the quality of life of service members and their families, influences public perceptions of naval service, and contributes to the performance of naval missions today and in the future.

While the civilian HRM system differs from the military system, its effects on people can be just as significant. Human resource management in the Department of the Navy DoN is approaching a state of crisis. The future will be even more challenging. The overall conclusion of the Task Force was that, to remain viable in the coming decades, the DoN must fundamentally change the way it manages its human resources.

Fine-tuning of personnel programs and implementation of scattered new initiatives will not be sufficient to compete with the private sector in the "war for talent. The Department and its component organizations must remain mission driven, but decisions about resources and programs must be based primarily on human resource considerations rather than on the availability and operating requirements of "platforms" and military equipment.

This approach will entail a fundamental change in institutional values, and will require the Department to align all its various best fit and best practice perspectives for hr management essay resource programs while allowing its component organizations the flexibility to adapt to specific mission requirements.

The guidelines are additive and synergistic; to be effective, social and emotional learning experiences need not adhere to all of these guidelines, but the chances for success increase with each one that is followed.

What are high performance people strategies? Pfeffer identifies, "seven dimensions that seem to characterize most if not all of the systems producing profits through people".

The best-fit and the best-practices compensation model Essay

Concerned with the expanding role of strategic human resource management in a fast-changing global environment, the Journal focuses on future trends in HRM, drawing on empirical research in the areas of strategic management, international business, organisational, personnel management and industrial relations.

Some are available to members only. You may have access to the articles and papers through your university library. Our resources help guide Managers through change processes by profiling the road-maps to success that business leaders in all types of organizations have achieved. We tell the full story of how great strategies and processes were put in place, based on facts from personal interviews with each leader.

Can you please summaries some of the site regarding to the question, thanks.